When it comes to fundraising, most nonprofit leaders jump straight to donors, grants, and charitable giving. But this default overlooks one of the most accessible funding sources sitting right in your community.

Growth and breakthroughs don't always come from sitting in a boardroom or reading a business book. They can come from laughter, candid conversations, and a little bit of play.

Not being able to remember when you last took a vacation isn’t the badge of honor you think it is. Taking breaks is what leaves you sharp to do the work your organization requires.

A lot of times nonprofit leaders confuse communication problems with alignment problems. And the best way to solve alignment issues is through the Collective Ambition Model.

HR policies probably feel like corporate bureaucracy; something for big organizations with whole departments dedicated to that kind of thing.  But here's the truth: Even small organizations need clear HR policies in place.

Everyone has a burnout tell — that thing that signals when they’re sprinting towards burnout. The question is, do you know what yours is?

You are sitting on more institutional knowledge than you could even imagine, information that wouldn’t even occur to you to write down. And the best way to pass it on is through intentional mentorship.

If you’re talking to people in the community, you can tell if you’re making an impact, right? Maybe... but maybe not, and KPIs are how you prove it.

This spring I carried the largest client roster I’ve had in the five years since I started my business. And I learned a major lesson: set expectations early.

When everything is a priority, nothing is. Everything gets put in the “do now” box, but somehow you don’t make any progress.

True time management isn't a productivity hack. It's a mindset shift about what is actually worth your time — and a commitment to spending it accordingly.

Nobody wants to think about what happens when key leadership leaves. It's the organizational equivalent of the difference between having a will or not.

Earlier this year, I went to Las Vegas. And I was reminded of something I know, but don't always practice as consistently as I should. The combination of meaningful work and intentional play isn't a luxury. It's a necessity.

Community engagement isn't just a strategy. For nonprofit leaders, it's infrastructure. Because the thing is: people work with people. 

After more than 25 years in the nonprofit sector, I’ve learned dismissing work-life balance as a feel-good concept is one of the most expensive mistakes a leader can make.

If your team feels scattered or misaligned, it's not a commitment problem — it's a clarity problem. And one of the most powerful places to create that clarity is your nonprofit's vision statement.

I don't go anywhere near my workday without my calendar blocked and color coded. And after working with nonprofit leaders for years, it's one of the first things I recommend.

It can be a difficult decision to figure out if it’s the right time to add an employee to your organization. Especially in a nonprofit, where you’re weighing if you should invest directly into your impact or if you need to invest in yourself. 

There's a particular kind of helplessness that nonprofit leaders know well. When you know something is wrong. You're just not sure what to do about it. 

In leadership conversations, we spend a lot of time talking about strategy, accountability, and results. But there's one factor that quietly drives all of those things, and it doesn't get nearly enough credit: kindness.